{"id":82507,"date":"2026-10-28T08:24:49","date_gmt":"2026-10-28T05:24:49","guid":{"rendered":"https:\/\/www.qu.edu.sa\/?post_type=policies&p=82507"},"modified":"2026-10-28T09:06:03","modified_gmt":"2026-10-28T06:06:03","slug":"qassim-university-policy-on-pay-scale-equity","status":"publish","type":"policies","link":"https:\/\/www.qu.edu.sa\/en\/policies\/qassim-university-policy-on-pay-scale-equity\/","title":{"rendered":"The Al-Qassim University policy regarding fairness in the salary scales"},"content":{"rendered":"
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Policy 8.2.6<\/strong><\/p>
Policy name<\/b><\/b><\/td>Created<\/b><\/b><\/td>Implemented<\/b><\/b><\/td>Reviewed<\/b><\/b><\/td><\/tr>
Qassim University\u2019s policy on pay scale equity<\/td>2025<\/td>2025<\/td>October 1, 2026<\/b><\/b><\/td><\/tr><\/tbody><\/table>

Contents<\/strong><\/p>

1. Purpose of the Policy<\/p>

2. Scope of the Policy<\/p>

3. Legal Framework and National Strategic Mandate<\/p>

4. Policy Statement<\/p>

5. Implementation and Responsibilities<\/p>

6. Monitoring, Evaluation, and Reporting<\/p>

7. Policy Review and Continuous Improvement<\/p>

Annex: Evidence of Implementation<\/p>

1. Purpose of the Policy<\/b><\/p>

1.1. Qassim University is committed to fair, transparent, and equitable remuneration for all its employees. This policy (hereinafter: Policy) sets out the University\u2019s policy on pay scale equity, including a commitment to the measurement and elimination of gender pay gaps.<\/p>

1.2. The Policy reflects the Islamic values of justice and fairness in labour relations, the University\u2019s Professional Ethics Manual, and the national objective under Saudi Vision 2030 of increasing participation in the workforce on the basis of equal opportunity.<\/p>

1.3. Through this Policy, Qassim University contributes to Sustainable Development Goal 8 (Decent Work and Economic Growth), in particular UN SDG target 8.5 on equal pay for work of equal value, and to Sustainable Development Goal 5 (Gender Equality).<\/p>

1.4. This Policy develops into a standalone policy the commitment to equal pay for work of equal value, and to regular reviews to detect and correct wage disparities, adopted in 2025 in Section 4.2 of the University\u2019s Employment Policy on Discrimination (Policy 8.2.3). The Policy was reviewed and expanded in October 2026 to set out the University\u2019s commitment to the measurement and elimination of gender pay gaps.<\/p>

2. Scope of the Policy<\/b><\/p>

2.1. This Policy applies to all employees of Qassim University, including faculty members, lecturers, teaching assistants, researchers, administrative and technical staff, and contract employees, across all colleges, campuses, deanships, centres, and administrative units.<\/p>

2.2. The Policy covers all elements of remuneration, including basic salary, grade and step placement, allowances, bonuses, rewards, overtime, compensation for committee and administrative assignments, research incentives, and other financial and non-financial benefits.<\/p>

2.3. The Policy applies at every stage of employment: initial grade and step placement on appointment, annual increments, promotion, allocation of paid assignments, and end-of-service entitlements.<\/p>

3. Legal Framework and National Strategic Mandate<\/b><\/p>

3.1. This Policy is grounded in the following national legal and strategic frameworks of the Kingdom of Saudi Arabia:<\/p>

  • Labour Law (Royal Decree No. M\/51, as amended) \u2013 prohibiting discrimination between workers, including in wages, on grounds of gender or any other ground.<\/li>
  • Civil Service system and its regulations \u2013 establishing merit as the basis for appointment and applying the same salary scales, grades, and allowances to all employees in the same position.<\/li>
  • Law on Universities (Royal Decree No. M\/27 dated 2\/3\/1441H) and the regulations issued thereunder governing the salaries, allowances, and benefits of university employees.<\/li>
  • Saudi Vision 2030 \u2013 promoting equal opportunity and increased participation of women in the labor market.<\/li><\/ul>

    3.2. The Policy is supported by Qassim University\u2019s Employment Policy on Discrimination (Policy 8.2.3), its Equality, Diversity, and Inclusion (EDI) Policy, and its Non-Discrimination Policy, all of which are published on the University\u2019s official website.<\/p>

    4. Policy Statement<\/b><\/p>

    4.1. Equal pay for work of equal value. Qassim University guarantees that employees performing work of equal value, requiring the same qualifications, effort, and responsibility, receive identical salaries, allowances, and benefits, regardless of gender. Remuneration is determined solely by the approved salary scale, the position, the academic or job grade, and the step, and never by the gender or any other personal characteristic of the employee.<\/p>

    4.2. Transparent pay scales. The University applies officially approved salary scales for all categories of employees. The scales, the criteria for grade and step placement, and the rules governing allowances are documented and made available to all employees, so that every employee can verify the basis of his or her remuneration.<\/p>

    4.3. Commitment to measurement. The University commits to measuring and monitoring pay equity on a regular basis. Each year, the General Administration of Human Resources shall conduct a pay equity review that includes:<\/p>

    • Calculation of the mean and median gender pay gap for the University as a whole and for each employee category (faculty, administrative, technical).<\/li>
    • Comparison of average remuneration of male and female employees within the same grade and step, including allowances and additional payments.<\/li>
    • Analysis of the distribution of men and women across grades, leadership positions, and paid assignments (such as committee memberships and administrative roles).<\/li>
    • Review of starting grade and step placement for new appointees, by gender.<\/li><\/ul>

      4.4. Commitment to elimination. Where the review identifies a pay difference that is not explained by grade, step, position, or another legitimate and documented factor, the University shall investigate its cause and correct it within the following financial year. Where a difference arises from underrepresentation of women in senior grades or leadership positions, corrective actions shall be included in the University\u2019s action plans for women\u2019s advancement and leadership development.<\/p>

      4.5. Equal access to paid opportunities. Paid assignments, committee memberships, research incentives, overtime, and training opportunities shall be allocated based on merit, competence, and the needs of the work, with equal access for all employees regardless of gender.<\/p>

      4.6. Right to inquire and to complain. Any employee who believes that his or her remuneration does not comply with this Policy may request a written explanation from the General Administration of Human Resources and may submit a complaint through the University\u2019s grievance and complaints system. No employee shall be subjected to retaliation for submitting such a request or complaint in good faith.<\/p>

      5. Implementation and Responsibilities<\/b><\/p>

      • The President of Qassim University, delegated through the relevant Vice-Presidents, Deans, and Directors, holds the ultimate responsibility for the implementation and enforcement of this Policy.<\/li>
      • General Administration of Human Resources: applies the approved salary scales, conducts the annual pay equity review, prepares the pay equity report, and proposes corrective actions.<\/li>
      • Financial Affairs Administration: provides the payroll data required for the review and implements approved corrections.<\/li>
      • Deans and Heads of Units: ensure that paid assignments and opportunities within their units are allocated fairly and in compliance with this Policy.<\/li>
      • Supreme Standing Committee for Governance: independently reviews the annual pay equity report and monitors the implementation of corrective actions.<\/li><\/ul>

        6. Monitoring, Evaluation, and Reporting<\/b><\/p>

        6.1. The General Administration of Human Resources shall monitor the implementation of this Policy using the following Key Performance Indicators (KPIs):<\/p>

        • Mean and median gender pay gap (%), overall and by employee category.<\/li>
        • Number of unexplained pay differences identified and percentage corrected within the following financial year.<\/li>
        • Proportion of women in senior grades and leadership positions.<\/li>
        • Number of pay-related inquiries and complaints received and resolved.<\/li><\/ul>


          6.2. A summary of the annual pay equity review, including the gender pay gap figures and corrective actions, shall be submitted to the University Council and published in the University\u2019s annual report<\/p>

          7. Policy Review and Continuous Improvement<\/b><\/p>

          7.1. This Policy shall be reviewed every two years by the University Council, in consultation with appropriate internal and external bodies, to ensure its continued effectiveness, relevance, and alignment with national legislation and international best practices.<\/p>

          7.2. Continuous improvement will include refining the pay equity methodology, extending the analysis to additional employee groups, and strengthening the transparency of salary information.<\/p>

          Annex: Evidence of Implementation<\/b><\/p>

          The commitments in this Policy build on the following published University documents:<\/p>

          • Employment Policy on Discrimination (Policy 8.2.3), Section 4.2: \u201cThe principle of equal pay for work of equal value is nurtured by Qassim University in line with UN SDG 8 and Saudi Labor Law, and regular reviews to detect and correct any wage disparities are conducted.\u201d<\/li>
          • Non-Discrimination Policy, Section 5.3 (equal remuneration): individuals performing work of equal value, requiring the same qualifications, effort, and responsibility, receive identical salaries, allowances, professional benefits, and grading scales.<\/li>
          • Human Resources documents and regulations, including the Regulation of Financial Rights and Benefits and the Regulation of Educational Positions, which set unified salary scales and allowances for all employees in the same position.<\/li><\/ul>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>","protected":false},"excerpt":{"rendered":"

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